Onboarding processes will differ from company to company. From recruiting to technology to logistics to manufacturing – there will be different ingredients to make up the perfect recipe for an appropriately trained employee. When preparing for a new hire, you should start by outlining a clear set of objectives for your employee training program. What exactly does this new hire need to learn? We have broken it down into three different training approaches that you should base these objectives off of.
Informational + Classroom Training
Informational and classroom training is the most basic, yet often overlooked, onboarding technique. This can be broken down into role specialization and company segments. For the company training, think big picture. This is an opportunity to share the company vision, goals, and how the new employee, specifically, fits into making these visions come to life – along with the HR materials such as benefits, PTO, company policies, and of course an office tour. You may also invite different departments (or keynote speakers) to come in and do 15-20 minute presentations. Ask them to explain what their department does and how they contribute to the overall goals of the company.
For onboarding onto a specific team, make sure you have a clear set of objectives defined prior to actually onboarding your new employee. This could include training documentation, how-to manuals, and other appropriate documents that are ready to be shared.
No one likes being talked at all day – and let’s be real, it’s not the best way for someone to retain information. Hands-on training will play a large role in immersing your new employee in the day to day workflow they will be tackling, and in allowing them to feel like a contributor as quickly as possible. Shadowing sessions with coworkers are a great way to keep your employees on task with their daily work while they help to train their new teammate. Encourage employees to demonstrate once, then to switch roles to let the new employee go through the steps (with full guidance) themselves, to solidify what they just learned. Depending on your team size, this can be broken up and conducted by many different team members. It’s also a great way for your new employee to get to know the team.
Mentoring + Ongoing Education
This type of training, if executed correctly, will have a long term impact. By connecting your new employees with a positive mentor/coach who they can candidly ask questions of – the good, the bad and the ugly – will allow this new work environment to quickly feel like home. Once your new employee is settled and rolling in their new position, it’s time to discuss some plans to pursue a form of ongoing education that they’re passionate about. Attending webinars, conferences, and local networking events are great options to provide to your new employee, and an even bigger bonus might be to partner them up with a coworker who’s interested in the same ongoing education topic so they can learn and grow together.
Remember, the onboarding and training period for any new hire has its variables and can be very overwhelming for your new employee, as many major life changes are. To ease the transition period, share a copy of your training schedule with the new employee so they can track their progress. Everyone likes to know where the finish line is when you start the race! You never get a second chance to make a first impression! Putting time and effort into proper training, building inner departmental relationships, and sharing company history is invaluable. Your new and current employees will appreciate the effort and you will be rewarded with a solid team that is equipped and excited to go the extra mile for you.